Director, Human Resources

Requirements

• Bachelor's degree in Human Resources or related discipline.
• 7+ years of progressive human r

Benefits

Additional Information

Build a Bigger, Better, Bolder Future Imagine working for a company that measures its success based off the growth of its colleagues, a company that invests in its future by investing in you. Little Caesars is a company where our colleagues make an impact. Your Mission: The Director, Human Resources is responsible for further developing, aligning and executing human resources strategies in support of our mission of building passionate, high-performing teams that inspire and enhance the communities where our fans live, work, play and win. This position oversees all aspects of human resources processes including colleague relations, performance management, learning and development, succession planning, organizational change, colleague engagement activities, ensuring legal labor compliance, internal communications, and office facility services. Ensures HR policies are successfully implemented, and guidance is provided on proper interpretation/application of the policies. Responsible for coaching, mentoring, and developing HR leaders on best practices and people management. Together with our senior leadership, this position will define key Human Resources needs to plan and build a first-class organization that promotes a culture of growth and innovation. How You'll Make an Impact: Partner with SVP, Human Resources to implement a strategic human resources plan and support people leaders to integrate into overall business plan. Influence leadership by establishing credibility, trust, and rapport throughout the organization to be an effective listener and problem solver of business and people issues. Work with leadership to develop and execute human resource strategies that are aligned with the business' strategic plans. Focus on culture through defining and implementing strong practices and processes in talent management and development, organizational design, performance management, coaching, retention, and engagement of staff. Provide counsel to colleagues and management on employment issues, in conjunction with Legal as needed. Assure compliance with federal and state labor and employment laws to minimize risk/exposure to the company and coordinate all required compliance activities in partnership with Legal Department. Conduct investigations, provide guidance on performance conduct matters, facilitate the resolution of disputes, interprets company policy, etc. Partner with HR leadership and provide input on development of, as well as ensure adherence and compliance with, enterprise-wide HR policies, procedures, programs, and guidelines. Drive a culture of high performance through the practical implementation of best practices. Ensure HR staff have relationships with colleagues at all levels to become trusted advisors, advocates, and coaches managers in order to prevent or troubleshoot problems and direct colleague relations issues to a successful resolution. Leverage HR analytics data in support of decision making in the areas of recruitment, talent management, colleague engagement, performance, and retention. Evaluate and improve upon HR processes and metrics, with a consistent focus to streamline and automate existing processes. Lead the on-going design, development, and execution of initiatives, programs, processes, and policies that deliver a top-notch work environment and company culture, such as: new hire onboarding for both remote and on-site hires, training and development programs to improve staff skills, leadership competencies, communication, and organizational effectiveness. Analyze and evaluate the retention, performance and workforce productivity of the colleague base identifying root causes and making recommendations for improvement. Partner with SVP, Human Resources to identify, develop, execute, and measure diversity and inclusion strategies and programming. Direct and guide training and development ensuring alignment with the company's strategies and objectives. Monitors learning and development outcomes and makes interventions to improve results. Direct efforts to create pilot programs and policies that embody workforce development. Develop people-related communications programs, policies, and procedures. Collaborate with Marketing on employer branding efforts to ensure consistency across internal and external mediums. Maintain the highest level of confidentiality and sensitivity to all HR related matters and information. Provide support and development to HR staff through performance management, coaching, training, motivation, and discipline where appropriate. Maintain a working knowledge of relevant regulatory issues, of professional or industry substantive codes and of federal and state laws and regulations. Direct and guide office facility services ensuring policies and procedures are implemented and adhered to creating a safe and engaging work environment.

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